GUIDANCE ON THE IMPLEMENTATION OF DEPED RESULTS- BASED PERFORMANCE MANAGEMENT SYSTEM (RPMS) RELATIVE TO EO 61
GUIDANCE ON THE IMPLEMENTATION OF DEPED RESULTS- BASED PERFORMANCE MANAGEMENT SYSTEM (RPMS) RELATIVE TO EXECUTIVE ORDER NO. 61 (S. 2024)
DATE : 22 July 2024
1. With reference to the Executive Order (EO) No. 61, s. 2024 titled, 'Suspending the Implementation of Administrative Order No. 25 (s. 2011) and Executive Order No. 80 (s. 2012), As Amended' dated 3 June 2024, this is to announce the suspension of the implementation of the Results-Based Performance Management System (RPMS) for all DepEd school-based personnel for the upcoming SY 2024-2025. All activities related to RPMS at the school level, including performance planning and commitment, monitoring, assessment, and evaluation of the school and individual personnel (i.e., school heads, teachers, and non- teaching personnel at the school level), shall be suspended until further notice.
2. While the Department understands the importance of performance management in achieving educational goals, it also recognizes the need for all its schools and school personnel, particularly teachers, to focus on the preparations for the opening of classes for SY 2024-2025. Furthermore, aligned with the objectives of EO No. 61, this suspension aims to review and study the implementation of RPMS at the school level with the goal of streamlining, improving, and simplifying processes and requirements, supporting the direction of the Department to reduce the tasks of teachers by rationalizing their workload.
However, it should be emphasized that the results of the performance evaluation RPMS Office Performance Commitment and Rating Form (OPCRF) and Individual Performance Commitment and Review Form (IPCRF) ratings remain as requirements for particular human resource (HR) actions and personnel benefits, both monetary and non-monetary performance-related incentives, such as step increments, mid-year and year-end bonuses, promotion, awards and recognition, educational support, training opportunities, and other related official travels.
3. Hence, the submission of OPCRF and IPCRF ratings of school-based personnel for SY 2023-2024 shall still be required. This is to avoid possible grounds for disqualification of school-based personnel from monetary and non- monetary performance-related incentives.
4. In view of the foregoing and to provide DepEd schools and school-based personnel ample time to perform RPMS-related activities, an adjusted and revised RPMS Timeline for SY 2023-2024 shall be provided as follows:
1. With reference to the Executive Order (EO) No. 61, s. 2024 titled, 'Suspending the Implementation of Administrative Order No. 25 (s. 2011) and Executive Order No. 80 (s. 2012), As Amended' dated 3 June 2024, this is to announce the suspension of the implementation of the Results-Based Performance Management System (RPMS) for all DepEd school-based personnel for the upcoming SY 2024-2025. All activities related to RPMS at the school level, including performance planning and commitment, monitoring, assessment, and evaluation of the school and individual personnel (i.e., school heads, teachers, and non- teaching personnel at the school level), shall be suspended until further notice.
2. While the Department understands the importance of performance management in achieving educational goals, it also recognizes the need for all its schools and school personnel, particularly teachers, to focus on the preparations for the opening of classes for SY 2024-2025. Furthermore, aligned with the objectives of EO No. 61, this suspension aims to review and study the implementation of RPMS at the school level with the goal of streamlining, improving, and simplifying processes and requirements, supporting the direction of the Department to reduce the tasks of teachers by rationalizing their workload.
However, it should be emphasized that the results of the performance evaluation RPMS Office Performance Commitment and Rating Form (OPCRF) and Individual Performance Commitment and Review Form (IPCRF) ratings remain as requirements for particular human resource (HR) actions and personnel benefits, both monetary and non-monetary performance-related incentives, such as step increments, mid-year and year-end bonuses, promotion, awards and recognition, educational support, training opportunities, and other related official travels.
3. Hence, the submission of OPCRF and IPCRF ratings of school-based personnel for SY 2023-2024 shall still be required. This is to avoid possible grounds for disqualification of school-based personnel from monetary and non- monetary performance-related incentives.
4. In view of the foregoing and to provide DepEd schools and school-based personnel ample time to perform RPMS-related activities, an adjusted and revised RPMS Timeline for SY 2023-2024 shall be provided as follows:
However, it should be emphasized that the results of the performance evaluation RPMS Office Performance Commitment and Rating Form (OPCRF) 6. This Memorandum is issued to clarify the implementation of EO No. 61 relative to the implementation of DepEd RPMS. This is to ensure continuous improvement of the DepEd performance management system while remaining consistent with the response of the Civil Service Commission (CSC) to DepEd's inquiry on the same, through CSC letter dated 27 June 2024, by which it clarifies that:
"[...] The provisions of AO No. 25 and EO No. 61 about RBPMS is a performance management system that focuses on the performance of government agencies. The CSC's SPMS and CESB's CESPES are aligned to the RBPMS for purposes of ensuring seamless implementation of the performance management of agencies vis-Ã -vis their mandates and strategic objectives/goals.
The SPMS should be distinguished from the RBPMS as the former is a performance management system that focuses on individual's performance and its alignment with the agency's organizational vision, mission, and goals, while the latter is focused on performance management of government agencies.
Accordingly, the suspension of the RBPMS and PBI System and other relevant issuances related thereto pursuant to EO No. 61, s. 2024, is deemed not to affect the implementation of the SPMS as required by law (EO No. 292).
Agencies are advised to continue with the implementation of their existing CSC-approved agency SPMS to monitor and evaluate the employees' work performance that aligned to their agencies' mandates, functions, and commitments."
7. Further guidance and updates regarding DepEd RPMS will be provided as necessary.
8. For more information, please contact the Bureau of Human Resource and Organizational Development (BHROD-HRDD), 4th Floor, Mabini Building, Department of Education Central Office, DepEd Complex, Meralco Avenue, Pasig City through email at bhrod.hrdd@deped.gov.ph or at telephone number (02) 8470-6630.
"[...] The provisions of AO No. 25 and EO No. 61 about RBPMS is a performance management system that focuses on the performance of government agencies. The CSC's SPMS and CESB's CESPES are aligned to the RBPMS for purposes of ensuring seamless implementation of the performance management of agencies vis-Ã -vis their mandates and strategic objectives/goals.
The SPMS should be distinguished from the RBPMS as the former is a performance management system that focuses on individual's performance and its alignment with the agency's organizational vision, mission, and goals, while the latter is focused on performance management of government agencies.
Accordingly, the suspension of the RBPMS and PBI System and other relevant issuances related thereto pursuant to EO No. 61, s. 2024, is deemed not to affect the implementation of the SPMS as required by law (EO No. 292).
Agencies are advised to continue with the implementation of their existing CSC-approved agency SPMS to monitor and evaluate the employees' work performance that aligned to their agencies' mandates, functions, and commitments."
7. Further guidance and updates regarding DepEd RPMS will be provided as necessary.
8. For more information, please contact the Bureau of Human Resource and Organizational Development (BHROD-HRDD), 4th Floor, Mabini Building, Department of Education Central Office, DepEd Complex, Meralco Avenue, Pasig City through email at bhrod.hrdd@deped.gov.ph or at telephone number (02) 8470-6630.
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